Disability Program Employment Strategy

1. Disability Program Employment Strategy Hyatt Regency November 8, 2007

2. Presentation Topics • AHRDA Agreement • History Disability Program Labour Market priorities • Expected Outcomes • Current Partnerships with Service Providers • Best Practices • Engagement of T7 service delivery • Issues & Challenges

3. AHRDA Agreement Aboriginal Human Resource Development Agreement, also known as AHRDA, is one of 80 such agreements across Canada. This agreement was signed between Treaty Seven Economic Development (T7EDC) and Human Resources Development Canada (HRDC) and it concludes on March 31, 2009. T7EDC has agreed to provide labour market development programs to all First Nations people residing in the Treaty 7 territories. Treaty Number 7, which covers most of southern Alberta, was signed with the Blackfoot Confederacy in 1877. This strategy allows First Nations of Treaty Seven to develop, design and implement unique labour market programs and services for First Nations people’s in their communities that are best suited for their population. The programs include but are not limited to labour market, youth, persons with disabilities and a childcare initiative. It is through this agreement that First Nations within the geographical area of Treaty 7 have access to the labour market development programs, provided they demonstrate an employment need and/or meets the program eligibility requirements. The objective of the AHRDA agreement is to enable First Nation’s organizations to assist clients to prepare for, obtain and maintain long-term sustainable employment. The T7EDC disperses monetary allocations to each band in Treaty 7 to administer their own programs according to the community needs. The Treaty Seven Bands include Siksika Nation, Piikani Nation, Blood Tribe, Tsuu T’ina Nation, and Stoney Nation, which is comprised of four bands, Bearspaw, Eden Valley, Chiniki, & Wesley. T7EDC also funds urban programs in Calgary, Lethbridge, Red Deer, and Medicine Hat that attain the mandate of the agreement.

4. History • Aboriginal people with disabilities have many needs yet, the complexity of the issues related to their successful rehabilitation and participation in programs continue to challenge the service delivery system and its providers. Many remain unserved, under served, or inappropriately served. Some of the factors which impact on the varying levels of service delivery include language, culture, time and distance, communication, limitedawareness by service providers regarding culturally distinct groups, differingpriorities, and differing values (Institute for Human Development, 1988).

5. History continued • Culturally appropriate programming is another problem First Nations people are faced with when attempting to access and receive disability services. Frank (1987) states for many Native peoples, a state of health refers to harmony or balance within one’s life whereas disease is caused by disharmony within the individual and/or disconnection within the family, community or universe. In addition, Native perceptions of life, behaviour and belief systems can also influence their perception of disability, their recognition of solutions to problems requiring rehabilitation services, and the selection of certain practices when participating in rehabilitation programs. Medical attention is often inadequate and early detection of conditions that cause disability is unlikely. Without adequate medical treatment and services, First Nations people are at a higher risk than the general population of improper treatment of injuries, which may lead to permanent disabling conditions. Poor health and poverty among First Nations peoples causes higher rates of disability, exacerbates existing disability and further diminishes quality of life for First Nations people with disabilities (National Aboriginal Network on Disability, 1990).

6. Disability Program • Vision & Mission • Values • Goals • Strategies to achieve program goals

7. Disability Program – Vision & Mission Statement • Mission Statement Treaty Seven Economic Development Corporation Disability Program promotes employment inclusion for First Nations people with disabilities, build the capacity of existing employment services (T7 sub agreement holders) to address the needs of this demographic and facilitate networking and connections among all stakeholders in an effort to build capacity and outcomes in the area of employment inclusion for First Nations people with disabilities. • Vision Statement Treaty 7 Economic Development Corporation (T7EDC) Disability Program is a non-profit organization. We will be a leader in First Nation disability job development and committed to developing human resource potential within the operational jurisdiction: both on and off reserve in addition T7EDC will facilitate appropriate disability assistance & support that emanates from Native perspectives based upon the following values or working principles of: • Relationships • Communication • Participation • Inclusion

8. Values • Person driven planning • Acknowledging that First Nation’s people are the primary factors that shape the decisions and forces that affect their lives, families, cultures and communities. • That all people, including people with disabilities have the interest and ability to contribute to their communities, self, and families through participation in the economic sector.

9. Goals • Develop a Framework for Employment Disability Program that emanate from a Native perspective in Treaty Seven • To provide assistance to eligible Treaty 7 client’s that self-identify, in collaboration of sub agreement holders, as being a person with a disability, to prepare for, obtain and maintain gainful employment. • To engage with the Treaty 7 sub agreement holder/s technicians and service providers in the urban setting to review current status of employment and training for persons with a disability. • To engage in relationship-based marketing with the private sector. • To engage in relationship based marketing with service providers. • Develop a person with a disability employment and training strategy. • Raise the awareness of the status of persons with disabilities. • To provide information, advice, analysis and recommendations on relevant employment issues, as well as actions required to addressing them, to T7EDC board of directors and management and other key partners. • Empower First Nation Peoples with disabilities • Develop capacity of First Nation people with disabilities

10. Strategies to be used in achieving the Goals Increase an awareness, appreciation and understanding of the rich and long-lasting history, culture and contributions of First Nation peoples as part of our society. • Assist with future employment and training strategies for persons with disabilities in urban centres and those living on reserve. • To ensure compliance and monitoring of the Treaty 7 Economic Development Employment and Training as it pertains to persons with disabilities. • Assist in the development of relationship based marketing by organizing: • Tours of businesses • Meetings with businesses • Assist in the development of a job bank reference list • Vocational Profiling – Assist in the development of a human resource list of employable persons with disabilities. This process will promote: • Practical job finding • Initiate desire and belief of people in the process • Create a high degree of job match. • Building the capacity of the Treaty 7 Nations and Urban service providers to be active participants in the building of relationships with businesses. • To gather current employment and training strategies as it relates to the persons with disabilities in the urban and on-reserve population.

11. Strategies Continued • Review existing reports that relate to the employment and training of persons with disabilities. • The date collected will support the development of long-term strategies for the employment and training of persons with disabilities on reserve and the urban population. • To remove barriers for Persons with Disabilities: • To develop a positive videos for example; A success story of Person with a disability who are employed; • Workshops; • Build capacity within existing T7 resources (sub-agreement service delivery) in order to effectively meet the employment needs of aboriginal people with disabilities. • Develop partnerships/marketing connections within the corporate sector • Develop partnerships with generic service providers. • Develop diversity training for employers interested in including aboriginal people with disabilities in their human resource pools. • Develop any necessary training, tools, resources and motivation within First Nations communities in order to increase workforce participation.

12. Labour Market Priorities The role of the T7EDC Disability Program Employment Coordinator is to advocate, coordinate, educate, and assist Treaty 7 communities and service providers in the urban centers. It is equally vital to enhance the communities is to empower, encourage the Person with Disabilities. The direction of the disability program for 2007-2008, aside from developing a comprehensive strategic plan for T7EDC Disability Program, is a follows: • To engage Treaty 7 technicians and service providers in the urban setting to review current status of employment and training for PWD’s; • To engage in relationship-based marketing with the private sector; • To engage in relationship-based marketing with service providers; • Develop a Person With Disabilities employment and training strategy; • Raise the awareness of the status of persons with disabilities.

13. Expected Outcomes • The implementation of a process that ensures persons with disabilities are trained and employable; • Networks established with Treaty 7 Nations, Urban Centres in Calgary, Red Deer, Medicine Hat and Lethbridge; • Rapport, trust and familiarity with targeted businesses or employers which fosters greater job retention for persons with disabilities; • Employer contact information; • Type of employment for example general labour, retail, office clerical, etc; • Identification of aspirations, individual skills, former experiences and job interests of persons with disabilities; • Persons with disabilities and employer needs are met; • Ten(10) persons with disabilities will be employed; • A model for a partnership strategic plan for Treaty 7 EDC Disability program, to enable persons with disabilities to achieve sustainable long-term employment and businesses to employ valuable workers; • Persons with disabilities will be empowered by removing the barriers that they face as they seek to achieve equality.

14. Service Delivery Partnerships • Alberta Council Disability Services (ACDS) • Calgary Alternative Supported Employment • Bow Valley College • DDRC • Prospect Now • Champions Career Centre • URSA

15. Private Sector Partnerships • Safeway Canada • TD Canada Trust • Peace Hills Trust • Encana • Trans Canada Pipelines • CIBC • Tim Hortons

16. Best Practices • Presentations in the community are the possibilities to provide a springboard in establishing networks and partnerships for sharing experiences about the disability programs and services provided under the AHRDS, including successes and challenges. Final Synthesis Report • Following are samples of what Service Canada heard related to how aboriginal persons with a disability are currently served under the AHRDS: • A Pan-Aboriginal approach on disability issues is not effective. A post-2009 strategy must acknowledge the unique cultures, worldviews, and languages of First Nations, Métis, and Inuit. • There are many challenges associated with service delivery for geographically dispersed and sometimes remote Aboriginal communities. • The $3M allocated nationally for disability supports and services is inadequate. • Transportation is a huge challenge in rural and remote areas and limits access to disability programs and services. • Disability supports, for example retrofit accommodations, assistive devices, note-takers, computers, aids/assistants, large print materials, books on CD, audio tests, tutors interpreters, appropriate assessments, reduced workloads are essential tools that help AHRDS to assist clients in significant ways. • The definition of disability needs to be examined in the context of the AHRDS. For example, the current definition of disability is not appropriate for Inuit, as they do not tend to self-identify. • Most AHRDS can only do referrals for aboriginal persons with a disability because of limited resources, access to assessments, services and disability supports.

17. Engagement of T7 Service Delivery • T7EDC through our employment areas (T7 sub-agreement holders), on and off reserve is a stable and consistent resource for employers to both diversify its workforce and to access skilled candidates for ongoing needs. • T7EDC Disabilities Program focuses on an individual’s ability rather than the disability, and can inform employers, recruiters, in addition, human resources pools of this untapped resource for qualified disabled workers. • We at Treaty Seven Economic Development look at the abilities of the individuals we are supporting and look for places where those abilities will be appreciated. • This is not a problem – or needs – based approach; rather, it is a capacity approach. • By establishing a good working relationship within Treaty 7 labour market, T7EDC Disabilities Program in conjunction with our sub-agreement holders can continue to serve as leaders in providing ready, willing and able people to fill vacant positions.

18. Issues & Challenges • In general, aboriginal people with disabilities face barriers of various kinds when seeking to participate in the Canadian labour market. • These barriers include: • lack of information about available jobs, • adverse public attitudes, • social stigma and low self-esteem; • absence of needed supports to participate in education, training or employment; • and worries of losing certain health benefits upon entering the labour force. • There may also be financial disincentives connected to loss of income supports if aboriginal people with disabilities want to access training or employment. • These social and economic realities can be demonstrated in higher unemployment rates for aboriginal people with disabilities, three times higher than the national average, and even higher still for aboriginal people with disabilities. Aboriginal Disability Rates • Aboriginal people can become disabled through birth, ill health or poor living conditions etc. Disability rates are further compounded in some Aboriginal communities by high rates of diabetes, addictions, people affected by Fetal Alcohol Syndrome Disorder (FASD), poor housing and infrastructure, and injury. Resources, networks, services and supports (i.e. assistive technologies, long-term support services, accessible community-based housing and rehabilitation services) are necessary to assist aboriginal people with disabilities to stay connected to the labour market.

19. Issues & Challenges Continued Assessment through discussion and exchanges of information would indicate that this Treaty 7 – funded Aboriginal Employment Centres do not currently possess sufficient resources to effectively serve persons with disabilities and generate significant outcomes in the area of employment participation for persons with disabilities. Resource gaps include: • Limited staffing and high caseloads • Limited knowledge of service provision to persons with disabilities • Limited knowledge of disability issues • Clients reluctant to self-identify as having a disability • Inability (due to staff / client ratio) to provide employment placement and retention supports to persons with disabilities

20. Upcoming Event